1. Chapter 5 The Transition Period in a Group: Storming and Norming
Prepared by: Nathaniel N. Ivers, Wake Forest University

2. Roadmap The Group Stage of Storming
Techniques for Overcoming Resistance and Resolving Conflict
The Group Stage of Norming

3. Storming Time of conflict and anxiety
When the group moves from primary tension (awkwardness about being in a new situation) to secondary tension (intragroup conflict) (Bormann, 1975)
Group members and leaders struggle with issues related to structure, direction, control, catharsis, and interpersonal relationships (Hershenson et al., 2003; Maples, 1988).

4. Storming Each group experiences the storming process differently
A group’s development may be arrested in this stage by either dwelling on conflict or ignoring it
It is essential that group leaders help members recognize and deal with conflict, anxiety, and resistance (Gladding, 1994, Mahler, 1969).
Conflict resolution: Based on premise that conflict is primarily negative
Conflict management: Based on the premise that conflict can be beneficial

5. Peer Relationships in Storming
Fears of losing control, being misunderstood, looking foolish, or being rejected
Concern for power
Informational power
Influential power
Authoritative power
Trust among peers

6. Resistance During Storming
Resistance: Any behavior that moves the group away from areas of discomfort, conflict, or potential growth
Resistance appears to increase during the early part of the storming stage (Higgs, 1992)
Unprepared group leader may become defensive when resistance occurs

7. Common Forms of Resistance
Indirect
Intellectualization
Questioning
Advice Giving
Band-Aiding
Dependency
Monopolizing
Direct
Attacking the group leader

8. Task Processing in Storming
Ways of accomplishing a specific goal
May regress during storming, as a great deal of attention is placed on personal matters
Regression of task processing may result in scapegoating

9. Working through Storming
Use a process observer
Use the process of leveling
Acknowledge what is occurring in the group independent of a process observer
Get feedback from members about how they are doing and what they think needs to be done (Greason, 2011; Ponzo, 1991)
Formal feedback
Informal feedback
Use motivational interviewing

10. Results of Working through Storming
Cultivates a new dimension characterized by members making emotional space for one another and being accommodating
Increases group members’ response range, particularly around conflict management

11. Conflict Management Orientations
Competing
Accommodating
Collaborating
Avoiding
Compromising

12. Norms and Norming Norms Group Norming
expectations about group members’ behaviors that should or should not take place (Forsyth, 2013)
“Group norms regulate the performance of the group as an organized unit” (Napier & Gershenfeld, 2004, p. 101)
Group Norming
Feeling of “We-Ness,” identity, groupness, or cohesiveness that comes when individuals feel they belong to an association or organization larger than themselves

13. Peer Relationships During Norming
Peer interactions are manifest through the following:
Identification
Here-and-now experiences
Hope
Cooperation
Collaboration
Cohesion

14. Task Processes During Norming
Agreement on the establishment of norms, or rules and standards from which to operate the group
Prescriptive Norms
Proscriptive Norms
Commitment to the group as a whole, its rules, and to individual goals

15. Promoting Norming
Can be promoted through actions by either the group leader or group members:
Supporting
Empathizing
Facilitating
Self-Disclosure

16. Results of Norming Prepares groups for the working stage of a group
Helps members feel connected with the group and, therefore, allows them to concentrate on being productive
Provides guidelines under which to operate
Helps group members feel good about themselves and the group as a whole